The Execution Of A New Strategy - 1377 Words

Execution of a new strategy is always a taxing task. It necessitates the possession of significant resources, and also a well designed and engaged administrative composition. Good policy will designate a specific person who or entity who is accountable for implementing the new policy. At the outset of the execution of a new policy, a group should be identified that can oversee the new strategy in all pertinent sectors of the organization to assure various efforts within management are synchronized. In Jordan, an expansion synchronization team was set up in the governmental bureau that collected information from each of the government directorates within the kingdom s Education Ministry to oversee the implementation of diverse programs connected to the education transformation that included the ICT Plan that the government wished to develop (Ministry of Economics, 2008). In Singapore, the Educational Technology Division teamed up with divisions within the government s education ministry in such activities as curriculum preparation, development and training of teachers in ICT and the execution of their long-range and short-range plans. In addition, the Ministry of Education worked closely with the government agencies that are held responsible for the national ICT grid and for increasing an aggressive ICT industry in Singapore (Coppock, Smith Howell, 2007). Maintain a collaborative attitude Collaboration between the various government departments that oversee educationShow MoreRelatedWhat ´s Organizational Culture Essay623 Words   |  3 Pagesfor the business to flourish in the business. Corporate culture assumes a critical part in the execution of strategy in regular operations of the business. The meshed beliefs, shared qualities, principals of business and traditions which were integrated into style of working, conduct standards, work environment, imbued mentality characterized the corporate culture. For the productive strategy execution and accomplishment for the long run relies on upon the corporate culture. The strategic featuresRead MoreVolkswagen Do Brasil Harvard Business Case1272 Words   |  6 PagesExam - Executing Strategy Volkswagen do Brasil: Drving Strategy with the Balanced Scorecard Name: Roy Stoop Student number: 5877431 MSc Business Studies/Business Administration – Marketing Track University of Amsterdam (UvA) Date of submission: 23-10-2014 Case questions 1. What challenges does Thomas Schmall face upon becoming CEO of Volkswagen do Brasil (VWB)? 2. Describe VWBs new strategy and comment on it in terms of quality of strategic thinking. 3. Does the strategy map (Exhibit 4) andRead MoreStrategic Business Analysis Paper : Mara 4661633 Words   |  7 PagesBusiness Analysis Paper Why Strategy Execution Unravels – and What to Do About It There has been a large amount of research into what strategy is, since Michael Porter’s perennial work in the 1980s. Studies done on the execution of strategy have been far less numerous. However, there is one major understanding about the execution of strategy. The execution of strategy is a vital part of success in business. A summary of many myths surrounding various strategic executions will be outlined, along withRead MoreEssay on The Secrets to Successful Strategy Execution798 Words   |  4 PagesThe Secrets to Successful Strategy Execution According to the article, The Secrets to Successful Strategy Execution, there are four building blocks to successful strategy execution. The blocks are: 1. Clarifying decision rights (setting expectations) 2. Designing information flows (making sure people are on the same page, have the right information to do their jobs) 3. Aligning motivators (recognition and rewards consistent with attitudes, behaviours) 4. Making changes to organisationalRead MoreSupply Chain Strategy1196 Words   |  5 Pageschain strategy is a plan with goals and objectives. It is about using all of the elements involved in the sourcing and procurement of goods and services to produce better results for the company. Typically, strategy is aimed at achieving objectives such as pushing a new product development faster, improving the use of current technologies, bringing products and services to market faster, minimizing resource investment, and reducing specific costs and response/cycle times. Supply chain strategy is oftenRead MoreWhat ´s Corporate Culture Essay505 Words   |  3 Pagesconstructive or unconstructive effects on strategy implementation. 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The action research is based on the presumption that while stakeholders in organizations possess practical knowledgeRead MoreSolving The Low Performance Problem Caused By The Un Balanced Workloads Of Parallel Database Systems1478 Words   |  6 PagesI. INTRODUCTION In this article, the authors proposed to use a new technique – â€Å"resource bricolage† to solve the low performance problem caused by the un-balanced workloads in parallel database systems. When a parallel database system is first constructed, the set of machines are made identical, therefore, the default data partitioning strategy for this parallel database is uniform data partitioning, and will ignore the differences among machines. In this case, all these identical machines will haveRead MoreChallenges of Strategy Implementation1316 Words   |  6 PagesCHALLENGES OF STRATEGY IMPLEMENTATION Potential Challenges of Strategy Implementation Strategy implementation starts with a series of brainstorming sessions. 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The Effects of Steroids on the Human Body and Steroid...

The Effects of Steroids on the Human Body and Steroid Abuse by Athletes For many years, the use and abuse of anabolic-androgenic steroids have been linked closely to athletes. Steroids come in different forms. They can be taken in pill form or injected straight into the user’s muscles by a needle. There are many sports that are associated with steroid abuse like weightlifting, basketball, and track and field. Anabolic-androgenic steroids are synthetic forms of male sex hormones, like testosterone. They speed up the growth and development process of muscles in the body. Steroids were originally developed around the 1930s in order to treat hypogonadism, which is a disease that prevents the male testes to not produce†¦show more content†¦The World Anti-Doping Agency (WADA) has written a list of banned drugs that all athletes are not allowed to use to enhance their performance. The list includes steroids that can be taken orally or steroids that can be injected by a needl e into the abuser’s muscle. There have been thousands of athletes that have been banned from the respective sports because of doping (using steroids) while training and/or participating. Several doping scandals in the athletic world have unfortunately come up in the past. One example would be the steroid scandal of Marion Jones. She had won the 100 meter dash, 200 meter dash, and the 4x1 meter relay in the Sydney Olympics. Around 2005, there was an investigation to see whether she was doping or not. Marion denied ever using steroids before or during the Summer Olympics. But in 2007, she admitted in court that she lied to the investigators and two grand juries saying she had in fact used steroids during the Summer Olympics. Because of this confession, she was sentenced to six months in 2008 prison for lying to the prosecutors who were investigating her case. In an interview with Oprah, Marion Jones admitted that she most likely could have won in the Sydney Olympics without the use of steroids. Honestly, if she was confident enough to know that she was going to win without doping, what was the point of taking steroids in the first place? It makes me sad to hear that there are hundreds of thousands ofShow MoreRelatedAnabolic Steroids : Use And Performance Enhancing Drugs1516 Words   |  7 Pages The Debate over Anabolic Steroids The use of performance enhancing drugs like anabolic steroids has been a debatable topic in the United States as early as the 1950’s. Former U. S. Representative Howard Berman expresses that â€Å"Steroids can seem necessary to compete at the highest level, and the quick rewards may seem to outweigh the long term consequences to users.† The National Institute on Drug Abuse (NIDA) states that countless athletes, both young and old, face life threatening illnesses dueRead MorePerformance Enhancing Drug Abuse1511 Words   |  7 PagesPerformance enhancing drug abuse is a growing problem in adolescents and athletes. According to the Partnership for Drug – Free Kids, more than five percent of teens use performance enhancing drugs, or steroids increase muscle. Performance enhancing drug abuse creates addiction, the mental tension and pressure that coaches and peers bring to inferior athletes this draws teens and athletes to engage in these products, further encouragi ng teens to partake in the use of performance enhancing drugs,Read MoreAnabolic Steroids Have On The Body1637 Words   |  7 Pagesandrogenic steroids are a synthetic version of testosterone which one injects into the body. There are many different types of steroids however the most commonly abused are stimulants, HGH (Human Growth Hormone), diuretics, and testosterone. Although the body naturally produces testosterone many athletes, especially bodybuilders, take steroids to increase lean muscle mass, strength, and performance. Anabolic androgenic steroids are a controversial topic within sports. The main concern with steroids areRead MoreSelf Esteem And Body Image Problems1491 Words   |  6 PagesLow self-esteem and body image problems are too much to handle alone for some teens. A few may become depressed and lose interest in activities or friends. Some go on to develop eating disorders or body image disorders, or use alcohol or drugs to escape feelings of low worth. It can be tempting to compare ourselves with others. The trouble with that is, not everyone grows or develops at the same time or in the same way. Media images and other outside influences can affect ones psyche. Some parentsRead MoreAnabolic Steroids Should Be Banned844 Words   |  4 PagesAnabolic Steroids are used to decrease inflammation and reducing the activity of the immune system. Steroid drugs are a class of synthetic compounds that act to mimic hormones that occur naturally within the human body. There are three types of steroids anabolic, androgenic and corticosteroids. Androgenic steroids and corticosteroids are used to treat many medical conditions. Anabolic steroids can also be used to treat medical conditions but those are also the kind that are often abused by some athletesRead MoreThe Use of Steroids in Professional Sports Essay1499 Words   |  6 PagesThe Use of Steroids in Professional Sports They’re among the world’s most controversial drugs. Not Heroin, Ganja, Coke or Crystal Meth, but Anabolic Steroids. Steroids are medical treatments that come in two varieties: Anabolic Steroids and Corticosteroids. These are both synthetic versions of hormones produced naturally in the body but they perform two completely different tasks. Corticosteroids are used by doctors to decrease inflammation. Anabolic Steroids are the familiar term for the syntheticRead MoreA Brief Note On The Aids And Its Effects On The Body1534 Words   |  7 PagesErgogenic aids are any foreign products taken by athletes to enhance their physical performance or endurance during physical exercise. Ergogenic aids are formulated to positively alter the physiological process in the body thus offering an advantage edge to the user. These aids may include drugs that enhance performance or even supplements formulated for sporting athletes and are divided into three categories including mental, physi ological and mechanical factors (Liddle, 2013). Mechanical factorsRead More The History of Steroids: The Legal and Illegal Usage of Steroids1466 Words   |  6 PagesThe use of steroid by athletes has been a controversial issue for some time. One can argue that the usage is totally wrong and it is against the morals and the rules of the games. Although steroids boost up the process of muscle building and endurance, it also has complications in the long run. Those that cheat their way by using and or abusing such chemicals can have serious health defects. A real athlete should work his/her way with hard work and the correct training to build that endurance andRead MoreSteroids : A Lifestyle Of Cheating1639 Words   |  7 Pagesclear, beans and hype (Steroids and their). All of these words are slang for the illegal substance known more commonly as anabolic steroids and HGH, or human growth hormone. The controversy surrounding anabolic steroids and HGH in sports has stormed to the forefront of the many problems that plague America today. Anabolic steroids are synthetic chemicals that mimic the effects of the male sex hormone testosterone. Steroids promote increased muscle gain and muscle mass. Steroids are also highly addictiveRead MoreShould Athletes Use Performance Enhancing Drugs?935 Words   |  4 Pageswin and everyone loves a winner. Athletes are a competitive group and if you are good enough to get into professional sports, you can achieve fame and fortune would you cheat to accomplish? This is the question that many athletes have to answer? What do I mean by cheating? I mean the use of performance enhancing drugs. How many records were made and broken by athletes that used these enhancements. â€Å"According to Marvin Olasky â€Å"Baseball needs to put the steroids era behind if by having and enforcing

Victoria Mental Health Reforms

Question: Write about theVictoria Mental Health Reforms. Answer: Introduction Mental health issues continue to affect the progress of many nations across the globe. According to statistical research, many people in the current era are mentally sick due to the lifestyles they cherry pick. Dynamics such as the over usage of drugs and alcohol has played a crucial role in elevating the issue to a certain peak. Due to this, the government of Australia in conjunction with state governments have embraced divergent counter attack measures to ensure that the wellbeing of the masses is uplifted irrespective of the challenges that they face in their daily endeavors. Victoria which is located in the southeast section of Australia is recorded as the most populated state. It is essential to note that the state government of Victoria deserves the praise directed upon it due to the health reforms that have been witnessed in the last few years. However, in as much as the government strives to ensure that the level or rather quality of services is streamlined in all the health platforms, the mental health reforms in Victoria have been outstanding (McGorry, et al. 2016). Palpably, many people in the entire nation are bound to benefit from similar reforms that are implemented to boost the health sector not only in Victoria but in the entire region. This essay assesses the reforms through a bid of divulging the primary differences and similarities that cling in the much scrutinized mental health reforms in Victoria. Victorias Mental Health Sector Overview Australia can brag to have some of the most equipped and developed medical service institutions as compared to many other nations across the globe. The masses in Australia are mobilized to get medical coverage through policies that are effective and beneficial to the majority living within the nation (Badland et al., 2014). The heavy population in Victoria has been a driving force which has propelled the government to make alterations that merge with the expectations of the people dwelling in this state. Based from their experts finding, many mental health victims have been suffering due to social discrimination and the existence of insufficient rules that protect them against the common milestones that people with disability face in the contemporary epoch (Patel et al., 2014). Nonetheless, the new reforms come as good news because the previous efforts had not be full-filling most of the notifiable problems. The core purpose of these reforms is to ensure that most people in Victoria are healthy and free from factors that drag their efficacy in building the state (Willis Keleher, 2016). As mentioned early, these reforms range from dogmas that stabilizes the use of harmful drug substances to those that empower the people to support the mentally ill victims in Victoria. Just to mention, the significance of mobilizing the people to support the sick patients reveals the direction that the state government has been willing to embrace through the entire program. This is mainly due to the fact that the new changes directly require the intervention and support of those who are mentally stable in the society. For instance, the government pin pointed that it is through the assistance of other people that the medical experts can get the correct information concerning the historical backgrounds of most of the mentally ill patients (Lewis Garton, 2017). Consequently, encouraging people from divergen t locations to contribute in the formation and implementation of legit reforms has boosted the plan magnificently. The Strategic Priorities of the Reforms and the Differences The first priority of the reforms is to alter the legislation program of the mental health management. At this point, the government yearns to ensure that the legislation of all the major health care transactions are effective enough for the people of Victoria. Therefore, more experts have been deployed in the field to carry out more research works molded to fetch more affirmative results to the plan. Additionally, the government has increased the medical budget to facilitate all the proposed management changes. It is worth mentioning that financial milestones have tainted a number of health reforms in many developing nations. However, the support that the state government of Victoria has been getting from the federal government and other non-governmental organizations has been vital in hoisting their operations. This has been different in the past couples of years whereby; the citizens had been complaining of negligence from the agents of the government (Lal Adair, 2014). Furthermo re, funds that were initially mismanaged are today traced and all the involved stakeholders and managers in diverse setups are expected to deliver positive results at all times. Additionally, the reforms are shaped to improve the mental health services offered to the populaces. This has been partially achieved in most mental health hospital in Victoria. It can be asserted that the strict employment procedure which has been implemented has played a vital part under this point. This concept is concreted because the nurses and physician who are currently preferred are those who possess the recommended credentials and those who have undergone through all the required training programs (Hercelinskyj, 2014). This exposes a major difference between the present reforms and the past situation. In past, most efforts were directed towards reforming other medication sectors. Many students were lured to specialize on other healthcare programs that were prioritized in the nation. On the other hand, the new reforms in the mental health platform have been fundamental in shading light on the importance of supporting experts under this wide field of study. The reforms also support community based programs that elevate mass awareness within the state. This concept can be supported through the measures that have been influential in enticing the people to support the medical operations of the government. For example, the people are allowed to participate openly in the reformation of different reformation programs. Through the cohesion amongst the people of Victoria, the government and medical experts are able to enlighten the people on how they can maintain positive lifestyles, and also, on how they can protect their mental health (Happell et al., 2015). Before this, there was a vivid gap between both the people and the government and the healthy masses and the mentally affected victims. Currently, the medical experts value the interests and pleas of the citizens in line with other issues that create the much desired unity amongst people living in similar geographical locations (Barry, 2014). Another reform revolves around the stabilization of strategies that build better working environments and those that link up diverse services to uplift the mental health sector. According to McSherry Wilson (2015), the past negative experiences of medical experts can be proclaimed to have affected the working panache of many physicians. Thus, the alterations which have be made have been extremely helpful. The employee compensation measures are today improved. An in-depth evaluation reveals that protecting the rights of workers in Victoria has been vital throughout their missions. Similarities The recorded incline in mental health research works depicts a major similarity between the past situation and the present. The federal government continues to support the work of medical researchers regardless of the political and economic problems that they face (Giacco et al., 2017). The state government of Victoria has also revealed some sparks of commitment towards improving the mental health situation in the nation. The involvement of key stakeholders in the entire process is a similarity that cannot be sidelined. For instance, both the state government and the national government have strived to protect their relationship with other non-governmental agencies (Gooding, 2016). This approach is imperative because the rights of both the healthy people and the sick victims are protected by many of these organizations. Conclusion In summary, the efforts of the state government of Victoria expose the importance of electing good leaders who can push for positive reformations in a country. The mentally ill victims across the globe continue to undergo different forms of challenges in their lives. Therefore, the government setups of many nations ought to consider aping similar policies that protect the rights of the people in line with their medical interests and milestones. Evidently, the development of a notion directly relies on the contribution of the people, albeit, the positive approaches are being neglected (Tengland, 2013). With this in mind, any scholar can assert that Victoria is in the right direction based from the issues that divulge the bright future of the state. There is no doubt the mentally ill patients will benefit from these reforms if the cohesion between the masses and the government is maintained over the coming years. References Badland, H., Whitzman, C., Lowe, M., Davern, M., Aye, L., Butterworth, I., Giles-Corti, B. (2014). Urban liveability: emerging lessons from Australia for exploring the potential for indicators to measure the social determinants of health. Social science medicine, 111, 64-73. Barry, C. L. (2014). Stigma, discrimination, treatment effectiveness, and policy: public views about drug addiction and mental illness. Psychiatric Services, 65(10), 1269-1272. Giacco, D., Amering, M., Bird, V., Craig, T., Ducci, G., Gallinat, J., Jovanovic, N. (2017). Scenarios for the future of mental health care: a social perspective. The Lancet Psychiatry, 4(3), 257-260. Gooding, P. (2016). From deinstitutionalisation to consumer empowerment: mental health policy, neoliberal restructuring and the closure of the Big bins in Victoria. Health Sociology Review, 25(1), 33-47. Happell, B., Platania-Phung, C., Webster, S., McKenna, B., Millar, F., Stanton, R., Scott, D. (2015). Applying the World Health Organization Mental Health Action Plan to evaluate policy on addressing co-occurrence of physical and mental illnesses in Australia. Australian Health Review, 39(4), 370-378. Hercelinskyj, G. (2014). Perceptions from the front line: Professional identity in mental health nursing. International journal of mental health nursing, 23(1), 24-32. Lal, S., Adair, C. E. (2014). E-mental health: a rapid review of the literature. Psychiatric Services, 65(1), 24-32. Le Boutillier, C., Chevalier, A., Lawrence, V., Leamy, M., Bird, V. J., Macpherson, R., Slade, M. (2015). Staff understanding of recovery-orientated mental health practice: a systematic review and narrative synthesis. Implementation Science, 10(1), 87. Lewis, M., Garton, S. (2017). Mental Health in Australia, 17882015: A History of Responses to Cultural and Social Challenges. In Mental Health in Asia and the Pacific (pp. 289-313). Springer US. McSherry, B., Wilson, K. (2015). The concept of capacity in Australian mental health law reform: Going in the wrong direction?. International journal of law and psychiatry, 40, 60-69. McGorry, P., Bates, T., Birchwood, M. (2016). Designing youth mental health services for the 21st century: examples from Australia, Ireland and the UK. The British Journal of Psychiatry, 202(s54), s30-s35. Patel, V., In Minas, I. H., In Cohen, A., In Prince, M. (2014). Global mental health: Principles and practice. Sydney: Elsevier Health Sciences. Tengland, P. A. (2013). Mental Health: A Philosophical Analysis. Dordrecht: Springer Netherlands. Willis, E., Keleher, H. (Eds.). (2016). Understanding the Australian health care system. Sydney: Elsevier Health Sciences.

Performance Appraisal as a Tool for Achieving Organizational and Employee Development

Overview of RMRDC The Raw Materials Research and Development Council (RMRDC) promotes the development of industrial raw materials in the Republic of Nigeria. It also oversees the utilisation of the same minerals, while its activities are considered part of the Nigerian government on a federal level.Advertising We will write a custom proposal sample on Performance Appraisal as a Tool for Achieving Organizational and Employee Development specifically for you for only $16.05 $11/page Learn More The organisation started in 1988 and has grown to become an essential institution that supports federal service. It serves many stakeholders who are involved in the country’s vast raw material sector. The organisation began when the country had limited foreign exchange earnings. At the time, Nigeria relied on petroleum products. With the functioning RMRDC, the country can lower its import bill by focusing on domestic raw material production, rather than rely o n imports (RMRDC, 2015). Background of the study This study will focus on the subject of performance appraisal. According to Armstrong (1998), researchers mainly concentrate on accuracy and fairness whenever they are conducting performance appraisal studies. This is a subject under Human Resource Management (HRM), and it refers to the use of tools and frameworks to enhance the productivity of human capital within organisations. When organisations measure their performance, they gain insights into their operations and can, therefore, address emerging issues related to performance. This can be in the actual sense of speed of delivery or the impediments to delivery. Being able to identify these areas allows the organisation to respond appropriately to avoid trouble and build on its past and ongoing successes. As a result, the use of performance appraisals can be a way of achieving competitive advantages.  Employees can offer their viewpoints on different aspects of their jobs with th e systematic evaluation and its related adjustments. They use the process to improve their performance and get a basis for earning rewards. This reason makes the performance appraisal concept crucial as an HRM tool and highlights its ability to help realise capabilities of an organisation’s human resources.  Although performance appraisal increases employee productivity, much is unknown about its effects on financial performance.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Pollitt and Bouckaert (2011), there is no research evidence available for the link. Nevertheless, the consensus among researchers and practitioners is that the process should be continuous and involve supervisors who regularly evaluate their approach to measuring the performance of subordinate employees. The benefits of appraisal include an increase in efficacy, productivity, and morale. Many organisations exist as hierarchical structures. Such organisations require structured performance appraisals so that they can tell what each department in different levels is doing and why the problems that arise at any level fail to be resolved. With the information, the organisation can streamline its decision-making processes and achieve a better execution of strategic choices. It also moves away from the chaos that can plague its administrative hierarchy (DeVries, 1983).  The definition of performance appraisal follows its tie to human resources, which is regarded as a source of competitive advantage for organisations (Farndale Kelliher, 2013). It can be a review, evaluation, or discussion about the development of employees in relation to the present standards. After examination, result documentation of the comparison occurs and the information serves as a guideline for intervening in employee relationships concerning their jobs and the realisation of an organisation’s objectives (Farndale Kelliher, 2013). The employment of performance appraisal leads to the identification of staff members needing training, promotion, demotion, retrenchment, firing, or recognition, among other eventualities within the mandate of human resource departments (Farndale Kelliher, 2013). Aim This study aims to look at performance appraisal in the context of an organisation’s determination to achieve employee development. Therefore, the study is going to focus on the Raw Materials Research and Development Council of Nigeria. In doing so, it will specifically concentrate on how subordinate employees within the organisation perceive the existing performance appraisal methods used by the organisation. It will also examine the outcome of the evaluation of management staffs and the subordinate staffs. Lastly, the research will consider the strengths and weaknesses of the performance appraisal program at RMRDC in seeking to find out areas that can be improved or intr oduced. Objectives To determine the perception of subordinate employees on performance appraisal program at RMRDC To examine the strengths and weaknesses of performance appraisal program used by RMRDC To examine the goal and outcome of performance appraisal in RMRDC on the subordinate employee level and management employee level To identify gaps in the efficacy of the current performance appraisal program in structure and purpose regarding best practices and organisational context. Justification of the research The research will be useful in the Nigerian organisations’ context because of the following contributions.Advertising We will write a custom proposal sample on Performance Appraisal as a Tool for Achieving Organizational and Employee Development specifically for you for only $16.05 $11/page Learn More It will enhance the view of performance appraisal and lead to its appreciation as a productivity tool for firms. It will result in the pr oper structuring of performance appraisals after highlighting the strengths and limitations of the current structure at RMRDC. The study will provide organisational insight that practitioners can readily apply to their respective institutions to realise the additional potential of their human resources. It will lead to the identification of the role and relevance of different stakeholders in a government agency, such as RMRDC It will highlight the benefits of performance appraisal from an empirical context. Purpose of the research The basis of this research is to understand the impact of performance appraisal program/s at RMRDC on the council’s staff. It will result in is a significant contribution of information that is integral in decision-making by stakeholders for the improvement of the program/s or process of performance appraisal. Evaluation of the Relevant Literature Performance management links corporate objectives, performance standards, and evaluation in one proces s, which is used by managers to serve the following three roles in an organisation. First, it assists in the administration, development, and communication functions of any entity (Beam, 2008). In its administrative role, it captures staffing, compensation, promotion, and punishment or rewards for members of the organisation to ensure that the human resource functions optimally. In its development role, it identifies and builds potential for future performance. It gives an organisation a capability that it can tap on when conditions are favourable. In its communication role, performance management seeks to offer feedback to employees concerning how they are executing their duties. According to Brown (2008), records of performance appraisals help employees to fight against wrongful dismissal.  The development of appraisal instruments so that the measurement of human effort is objective and accurate is an important research issue under performance appraisal (Cash, 2010). At the same time, Glaveli and Karassavidou (2011) noted that research tends to focus on supervisors and employee characteristics, thereby highlighting their bias on performance appraisal ratings. Lastly, research on the subject has also concentrated on the process as it is executed within organisations (Sinclair, 2005). Techniques of appraisal for management purposes can be observational or actual measurements. Organisations use ratings in their simple applications, and behaviour anchor scales in complex applications. This follows the theoretical assumptions of motivation. According to Watkins (2011), problems with performance appraisals relate to the lack of focus, poor training, inefficient communication, and biased criteria. A number of motivational theories can help explain performance appraisals. They include the Maslow’s needs hierarchy theory and the Herzberg’s two-factor theory because of their elaborate description and fit in organisational contexts (Watkins 2011). Accor ding to Watkins (2011), other relevant theories in performance appraisal include the expectancy theory, goal-setting theory, and the McClelland’s needs achievement theory.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The goal setting theory helps to explain better how employees operate in the work environment. It also offers insights on how to influence employee performance. It relates to the direction of employee attention. The theory encourages effort and provides avenues for encouraging persistence. Managers can use the theory to foster goal attainment and following of strategic action plans. The theory is relevant because every performance appraisal starts with a goal. The concept of performance appraisal management became famous in the mid-1980s, and Barry (2007) coined it. Since then, researchers have explored it further. Armstrong (2011) considers it a strategic and integrated approach. It offers sustained success of the organisation. This happens through the improvement of performance appraisal for people and the creation of capability teams and individual contributors (Armstrong, 2011).  Therefore, performance appraisal is strategic, systematic, and holistic. It concerns the broader i ssues facing an organisation, as much as it is detailed on specific individual performance. Based on the research by Bach (2004), performance appraisal relates to behaviour and results. Behaviour comes from a performer. It transforms performance appraisal into action. Behaviour is an instrument for the result, and it is an outcome of mental and physical efforts. However, this is only as long as the mental and physical efforts go to a specified task. Therefore, behaviour can be judged independently or as part of a task. In the end, performance appraisal is reactive. Theoretical framework Scholars have examined individual employee performance for many years. Nowadays, researchers and practitioners agree that employees play an important part in a firm’s competitive advantage realisation. Rao (2011) sees that competitive advantages, in this case, arise in the presence of four conditions. Based on the resource-based theory of the firm, the researcher notes that the conditions are addition of value to a company, rarity of skills or advantages gained, difficulty in imitating human capital investments, and the ability to structure and program jobs so that employees work as desired. These conditions were also supported by research by Waldman (2011) and Barry (2007) concerning difficulties in other firms replicating another firm’s strategy. Based on the above citations, it is clear that the behaviour of employees in a firm affects the performance of the particular company. Therefore, performance appraisal will result in changes in organisational performance because it affects employee performance. It can affect motivation and skills of staffs positively. The associated return on investment due to increased performance and growth should result in better financial performance. Based on the understanding, it is possible to use these effects as dependent variables. Review of empirical studies Studies show that individuals’ attitudes and feelings about t heir work affect their behaviour at work and their attitude towards work practices, such as performance appraisals that human resource departments use (Chang Chen, 2011). According to Waldman (2011), age, tenure, and job experience predict the results of an employee’s appraisal.   On the other hand, Sinclair (2005) considered age, tenure, salary, and education, and performance appraisal as having a negative relationship. Other studies that look at the relationship between job attitudes and behavioural aspects are Downs and Swailes (2013) – a capability approach to organisational talent management, Dimba (2010) – on strategic human resource practices and how they affect employee performance, and Farndale and Kelliher (2013) with a study on the exploration of performance appraisal on the implementation of performance appraisal. The three studies support the findings by Sinclair (1995). They record relationships between job attitudes and behavioural aspects that can lead to, interfere, promote, and arise from the individual performance evaluation.  The findings can be inconclusive and mixed. Meier (2005) indicated that the direction of the relationship between organisational commitment and other variables was conditional and relied on the types of commitment. On the other hand, a significant, positive relationship happened when there were affective commitment and performance appraisal. A negative relationship existed between continual engagement and performance appraisal, which was an illustration of the inconclusiveness of the present research and highlighted the need for additional studies on the same. According to Esu (2009), demographic factors and job attitudes like job satisfaction and commitment to a particular organisation are important because they are associated with positive results in an organisation. They lead to increased effectiveness and efficiency in the organisation. At the same time, Waldman (2007) indicates that diver sity in individual characteristics has the potential to affect decision-making for performance appraisal. Research Philosophy Research philosophy relates to the development of research background, research knowledge, and nature, with research philosophy being a broad framework that comprises of perception, beliefs, understanding of theories, and research practices. Therefore, research philosophy acts as a precise process encompassing the steps that the researcher will undertake to create a relationship between the objectives and questions that the research seeks to answer (Galliers, 1991). Philosophical and Methodological Considerations This research will use a mixed method approach, where there will be primary and secondary sources of data. In the main research part, data collection will take place using questionnaires as the instruments. The questionnaires will be delivered to RMRDC staffs chosen to participate in the research. Therefore, RMRDC will be the case study organisation. The study is going to include two interviews with two directors of the Council. The study timeline will cover the questionnaire survey first, before proceeding to the interviews with the directors. The expectation is that out of 30 questionnaires, at least 20 will be filled accurately and completely to aid in the analysis part of the study. The figure below elaborates the study process. Figure 1: Research onion showing the process of study (Saunders, 2009). The following section provides definitions and elaborations of the different concepts that inform the methodology of the proposed research. Data Collection Data collection relates to the act of getting information about a particular research question to inform decisions and analysis that seek to answer a research question. This study will use surveys and interviews among the available data collection methods. The survey uses questionnaires as an instrument for collecting data. With questionnaires, respondents get forms that hav e specified questions that they have to answer. Questions will be both structured and unstructured. Structured questions require a particular response, while the other questions provide freedom for the individual to answer. The research will try to interpret the responses based on the study criteria. Interviews differ from questionnaires in the way they are conducted. Interviews could embrace structured answers or unstructured questions, depending on the needs of the study. In this case, both will suffice. Usually the researcher and the interviewee meet physically or virtually. Cross-sectional Study Cross-sectional studies are specially constructed explorations into a research question. The study collects data for a defined population. Cross-sectional studies happen once or for a short time. The aim of a cross-sectional study is to estimate the existence of a hypothesis in a given population. The researcher surveys information from a set of literature as a way of doing it as a secon dary research. The literature sample will be selected using keywords, the focus of the studies consulted, and the time of research or any other relevant criteria. In this case, the keywords will be performance appraisal and human resource management. The focus will be on the keywords and public organisations, while the time will be the last decade. The findings will then be summarised to give a description of the secondary data. Case Study A case study is an in-depth investigation into an event or organisation. Data is gathered from different sources. A case study relies on several methods of research. Therefore, a case study is a research that includes all or any other research methods, such as surveys. It can be a cross-sectional study too, given that this research will be based on RMRDC. A case study allows the researcher to investigate a topic in a detailed way that would be impossible when there are so many participants and too many variables. In this regard, a case study is on ly an approach, but it is not a research method. It uses typical research methods highlighted above (Bryman Bell, 2011). Multi Methods As the name suggests, multi-method research relates to the inclusion of two or more methods of research in one study. It mixes qualitative and quantitative data, methods and methodologies, or paradigms to arrive at a comprehensive finding that would be impossible or shoddily done with only one method or research tool. It can be simply the inclusion of different standpoints, and may use many methods and standpoints (Bryman Bell, 2011). Inductive Research The inductive research follows the inductive reasoning, where the intention is to provide significant evidence for a conclusion. Thus, the study provides evidence to support a conclusion, which makes the conclusion probable pending further research that can confirm or deny it. The evidence presented in the study will support a conclusion about performance appraisal and its application at RMRDC (Brym an Bell, 2011). Positivist Learning Positivist learning concerns the collection of information that is observable and classifiable. It leaves out internal meanings, motives, and feelings or emotions of individuals, and only concentrates on the explainable and observable facts. Therefore, positivist learning relies on statistical data to facilitate learning. In positivist learning, correlations of different variables matter (Bryman Bell, 2011). Ethical Considerations This study will explain its importance to the organisation in question as a way of gaining acceptance. The researcher will seek permission from the relevant authorities before proceeding with the research. Respondents will volunteer information and the only information collected in relation to identity will be demographic collected used for specified exploration tenacities only. Here, staffs at RMRDC will receive requests for research and have seven days to respond. There will be no incentives used to obtain informatio n. The expectation of the research is that all participants will provide accurate information without coercion. The participants will only access their responses and will not find any opportunity to know what other participants will answer. This option seeks to safeguard the job interest of participants and prevent any victimisation by colleagues, supervisors, or directors at RMRDC. Contingency Plan I have earmarked two directors for the interview and two chief scientific officers as alternatives in case the directors are not available for the research. The intention here is to use 20 questionnaires. Nevertheless, the researcher will commence an inquiry with 30 questionnaires presented to the Council. Conclusion It is important to understand the performance appraisal from a particular organisation’s context so that other practitioners can have a credible example to relate. Using a positivist learning approach, this research will contribute significantly to the existing litera ture on factors affecting the realisation of performance appraisal objectives in public organisations. Other than the meeting of research objectives, the shortfalls of this research could arise because of a small sample size and failure of participants to provide accurate information. However, the study will rely on professional conduct of the research process to increase its validity. References Armstrong, M., Baron, A. (1998). Performance management: the new realities. London, UK: Institute of Personnel and Development. Bach, S. (2004). 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Improv., 46(4), 42-48. doi:10.1002/pfi.124 This proposal on Performance Appraisal as a Tool for Achieving Organizational and Employee Development was written and submitted by user Melody Gentry to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.